September 2013 – StreetLeverage

Posted on September 24, 2013 by Brian Morrison — Leave a comment

It Takes a Village to Raise a Sign Language Interpreter

With fall upon us, students in interpreter training programs all over the country have begun another semester on their journey to becoming a sign language interpreter. Along with the classroom lectures and hands-on practice teachers are planning, they are also reaching out to the interpreting community for one of the most crucial pieces of the students’ development, observation and mentoring opportunities. However, these opportunities are becoming increasingly difficult to find. While some of the scarcity can be attributed to specific requirements of the situation, some of the difficulty is also due to a lack of support by the sign language interpreting community.

asdf

“Why would I train students to take my jobs?”

The statement above is a common one given as an explanation as to why sign language interpreters don’t want to work with students. This statement saddens me not only as an interpreter, but as an interpreter educator as well. Personally, I wouldn’t have achieved what I have today if it wasn’t for the mentors and interpreters that I looked up to and served as models during my early development. As an educator who is striving to find opportunities for students, it’s equally frustrating.

How many of us benefited from these types of relationships that our students are striving to find and often cannot? What if, while we were developing our own skills, interpreters had given us the same reply? Would we be the interpreters we are today?

Where’s the disconnect? All interpreters who have gone through an Interpreter Education Program (IEP) experienced similar requirements for working with interpreters as students are doing now. Has it been so long that we’ve forgotten what it was once like when we were in their shoes?

Overall, students in these programs truly want to become interpreters and be contributing members of the profession. They sacrifice their time to focus on their skills and are committed to that process. As Stacey Webb highlights in her article, The Value of Networking for the Developing Sign Language Interpreter:

“In order for students to be successful sign-language interpreters, prior to graduating it is critical that they develop a relationship with both the Deaf and Hard of Hearing Community (DHHC) and current-working professionals within the DHHC. This would include interpreters, educators and DHHC advocates. By fostering these relationships, students will create educational, professional and personal opportunities that would not be available to them outside of the classroom environment.”

So while students do make attempts at networking to cultivate these opportunities, it is very often a struggle.

“They have no respect for the elders in the profession”

This statement above, and variations of it, is another common sentiment towards students. While I don’t deny that attitudes reflective of this statement do exist among students, I also have to wonder how much responsibility can be attributed to the current state of the ‘system’? What I have learned is that students are very observant. They learn by watching and they often emulate what they see. In our reluctance to work with students, have we conveyed to them that we don’t value them or their work? Have we somehow systematically disrespected the label “student” through our actions or lack thereof? In her article, What Role Does Civility Play in the Sign Language Interpreting Profession?, Carolyn Ball stresses the importance of civility in the field of interpreting and interpreter education. She states:

“If all interpreters, educated through formal training, were given a clear sense of the importance of civility in the workplace and in interactions with colleagues, perhaps more recent graduates would benefit from repeat business and high levels of job satisfaction.”

As educators, cultivating an attitude of civility is definitely something that we can incorporate into our interpreter education programs. In turn, as experienced interpreters, we can also be the models of civility that we want them to emulate by embracing these students and guiding them into the profession.

As a profession, we recognize there is a shortage of qualified sign language interpreters. While several factors contribute to this, the fact is that most of these graduates will go on to work as interpreters. Many of them, like most of us when we started working as interpreters, will not be as prepared as they should be. Additionally, at some point, they will become our colleagues. If, as a profession, we made a commitment to being more involved with students early on in their professional lives, we could be training the team member we will want to work successfully with later. The latter scenario also suggests apossibility, the interpreted interaction as much more successful.

Brian Morrison

“I can’t believe you don’t know that!”

Interpreter education programs have a finite amount of time. We know that they aren’t able to teach everything we would like students to know before they enter the field. The field of sign language interpreter education has grown in the last several years thanks to organizations such as the Conference of Interpreter Trainers (CIT), the Commission on Collegiate Interpreter Education (CCIE), and National Consortium of Interpreter Education Centers (NCIEC). New research, new curricula, and improved standards for education programs are now available and these programs have access to materials and information which weren’t previously available. Rather than viewing interpreter education programs negatively or putting the sole onus on them for having not taught students all they need to know, we can shift our focus to building on their existing foundation. To echo Kate Block’s sentiment in her article, Mentorship: Sign Language Interpreters Embrace Your Elders, take advantage of this new information that the students can bring to our work. Imagine the outcomes when the new student and the experienced interpreter learn and grow from sharing their knowledge with each other.

“What can I do?

I think first and foremost, we can be the manifestation of the theme, “I Am Change”, as StreetLeverage challenges us to do through this website. Interpreter education programs and students cannot be ignored, so as a responsibility to our profession, we can decide to step up and support our novices.

How can we make that change? There are several things that as individuals we can do right now.

Remember your passion.

Reflect back on your journey to becoming an interpreter. Remember what it was like to be that student…eager to learn and wanting experiences.

Offer observation.

Offer 2-3 opportunities a month to the local ITP for student observations. While much of the work may not be suitable or possible to have students present, we often do have situations that would be perfect.

Present.

Offer to go and speak to students at the local ITP. If you can’t offer them observations, offer them your wisdom in the classroom.

Sponsor a student.

Become a “Big Brother/Big Sister” to an ITP student. I think if we all look back to our early days, at least one name will come to mind as someone who “took us under their wing” and got us through. Be that person to a student. Be the interpreter you want to see the students grow to become.

Host an induction.

As a community and/or alumni association, host an induction ceremony for a graduating group of interpreting students. Acknowledge their hard work and dedication while welcoming them into this sometimes crazy, always wonderful world of interpreting.

Start a group.

Establish reflective practitioner groups that include students and new interpreters. StreetLeverage articles provide excellent discussion material for all levels of sign language interpreters. Case conferencing allows for insightful discussions of the decision making process based on actual scenarios.

I’m a strong believer in the idea of “it takes a village.” This is our profession and as such, we need to actively commit to the next generation of interpreters. Let’s face it, as individuals we will not be in the field forever. In order to preserve our legacy, we can leave positive impressions on the lives of the next generation. Let’s raise them well.

What will your contribution be?

* Interested in receiving StreetLeverage posts in your inbox?

Simply enter your name and email in the field above the green “Sign Me Up!” button (upper right-hand side of this page) and click “Sign Me Up!”

Posted on September 17, 2013 by Dave Coyne — Leave a comment

Dave Coyne | Social Justice: A New Model of Practice for Sign Language Interpreters?

Dave presented, Social Justice: A New Model of Practice for Sign Language Interpreters?, at StreetLeverage – Live 2013 | Atlanta. His talk explored how sign language interpreters, acting on the basis of social justice work, can better align themselves with the Deaf Community and their plight for autonomy.

You can find the PPT deck for is presentation here.

Interpreters and Social Justice

Today I will be discussing Social Justice and its connection to interpreters. Many people are not sure about this association. Regardless, we must not let fear prohibit discussions – truly open discussions – because it is those conversations that are at the heart of a social justice lens, which is achieved via leadership.

I would like to start by asking how many of you present would call yourself leaders? Raise your hands. I have asked this question to numerous groups of sign language interpreters and there never seems to be enough answering that they do. For me, I am not satisfied with these numbers and this lack actually increases my own work towards, and my motivation towards urging interpreters because now is the time to step up into leadership roles.

“We must be the change we want to see in the world.” –Mahatma Gandhi

This has been a recurring, inspirational theme, at StreetLeverage – Live. And I’m glad it has been. Indeed, we must be the change, we must think that “I am change”, and that “we are change.”

Lets look at why a social justice lens works. I know that when I first started working as an interpreter, I witnessed oppression of various types, even marginalization. Lets get a show of hands if you too have seen such types of oppression. We feel helpless while we witness these experiences. We are at a loss for what to do. We feel confined by professional boundaries, we take in each of these experiences, and the impact takes its toll on us. Answers to what actions interpreters could take and appropriate approach comes from this lens.

Social Justice and Leadership

A Social Justice Lens can be attained via leadership. It allows us to partner once again with Deaf community members. The bridge between the sign language interpreting community and the Deaf community fell apart long ago. We are aware of this disconnect. We feel its impact and we deal with its consequences while we are on the job. How can we correct this disconnect and start rebuilding this bridge to reconnect with the Deaf community? Some may say the answer is to have a “Deaf heart.” However, it alone is not enough. Interpreters need to know what behaviors to showcase while we work. A social justice lens offers such specific social justice behaviors that we can implement while we work; interpreters finally can be more involved.

As interpreters we often navigate two truths: hearing perspectives and Deaf perspectives within situations. Social Justice is defined based on groups’ experiences regarding more burdens or fewer privileges than another groups. Interpreters are indeed working within these unjust situations (e.g., educational systems, legal systems, healthcare). Systematic oppression exists and can further marginalize people. Oppression through ignorance occurs and unfortunately interpreters too have been known to add to oppression and marginalization experienced by Deaf individuals as well. So what do we do? Do we remove ourselves and remain uninvolved in such situations? Not any more, not with knowledge of a tool like leadership to achieve a social justice lens.

Social Justice Theory

Many conceptions related to social justice have been formulated over the years, e.g., criminal justice, retributive justice, and others. David Miller created a theory of social justice that is pluralistic in nature, allowing for multiple truths (i.e., perspectives) within situations – allowing for unique views to co-exist, i.e., multiple worldviews within situations. Sign language interpreters typically work with two worldviews: auditory understandings of the world and visual understandings of the world. Both being right, both very unique, but how are interpreters navigating these world-views? We find ourselves in the middle of situations, navigating – juggling – these overlapping ideologies.

Relationships

A social justice lens is correlated with relationships. It actually is dependent upon relationships. This fact parallels with interpreting, because the art of interpreting is very much dependent upon relationships. Interpreters’ relationships with hearing participants are navigated in addition to relationships with Deaf participants. Interpreters’ relationships with team interpreters are involved; though it should not take priority. Relationships with Deaf individuals should take precedence. These examples parallel the same level of importance as a social justice lens has between majority and minority members’ relationships.

Social justice theory recognized that people do have experiences that include more burdens and that groups do have more privileges than other groups. Finally we have something that recognizes these differences. We can begin discussions that offer vocabulary for behaviors, as well as our observations.

Exchanges between individuals need not be monetary with a social justice lens but recognizes people’s values and beliefs; their experiences are valued. These intangible things (values and beliefs) all have a home within a social justice model. Also, cultural capital: As interpreters we navigate two sets of cultural capitals that don’t always hold mutual respect for one another. Do we fully respect these non-monetary items? To answer, we must further investigate ourselves and apply our findings to our role.

Locations of Social Justice

Social justice can be found within three locations. Do you remember the Green Book series? Let’s revisit the three avenues to membership of the Deaf community. Not the fourth avenue to Deaf community membership, and not meaning membership to the core of the Deaf community. I am discussing general membership. The fourth avenue is living as a Deaf individual or the actual experience of being Deaf in our world. As hearing interpreters we don’t have that fourth avenue, so we can keep focus on the first three. You can see that the first three align well within the three locations of social justice theory. And it is within these locations where interpreters can begin dialogue about our work, and learn what behaviors are deemed important. Preferred social-related [solidaristic] behaviors can be attained and can mirror what behaviors Deaf people actually want from interpreters. Behaviors at work [instrumental] are those that occur at work, or in places such that lead to our employment, such as our ITP and events such as workshops. Again, the first location is where you find social behaviors, the second is related to our education, and the third is political behaviors [citizenship]. We are quick to think “what are those?” and they are indeed something we need to listen more to and learn how we as interpreters can be involved with political activities like being on a board, what voting can lead to, and what political power we have. As interpreters, we have a kind of privilege that we bring to the table and Deaf individuals want to see interpreters use privilege, i.e., hearing privilege, to benefit their forward movement [towards achieving equality], not to hinder it: this can be done by working together more closely, more so now then ever before.

Social Justice Learning

Dave Coyne

A social justice model is not inherently known but is rather learned based on other’s experiences. Interpreters do so by listening/learning during those discussions with those we work with. These conversations can occur one-on-one by simply asking stakeholders questions, or perhaps establishing a meeting at your agency and inviting Deaf community members to come in and share their opinions and experiences. Note these experiences and allow them to guide your role as an interpreter. This can also be done on a national level. A community forum offers those who are invited into conversations, a type of empowerment. Often people are misled, believing leadership cannot be learned and it is for others to do. It is thought that leaders are aiming to change the world today, but this is simply not true. Unfortunately this type of change doesn’t happen the day of. Change is a long process that we contribute to, adding towards a goal. Leaders sleep knowing they contributed to a process in a good way, no longer worried they caused negative effects on others. This is because leaders take a close look at who they are, at their own specific behaviors (within specific areas that we are talking about: social, employment, and political behaviors).

Leadership

There are various forms of leadership out there. Social justice theory goes with one of them and on the other end of the continuum (far from supporting social justice) there is a type that is seen plenty of within our field.

Transactional leadership in the interpreting field has been borrowed directly from business models. This type of leadership has immediate consequences and impacts those involved. An example of transactional leadership would be if two partners enter into mutually agreed upon transactions; they seek to simply finish their task and that is the end of their collaboration. Past the completion of the test, there is not any further investment of one’s time; it is not needed because the task coming to an end was what they wanted.

I want to discuss what leads to a social justice lens, how one achieves a social justice lens, and how it serves as an end by means of transformational leadership. The key to this type of leadership is having true collaboration as the main priority, where much empowerment occurs, and everything achieved is done so through discussions. The transformational leader listens to others. Those involved must support the leader’s behavior and if they do not, this type of leadership fails.

Transactional Leadership

First, I would like to further discuss transactional leadership. A significant amount of interpreting situations has this type of leadership. This type holds many positive attributes with business transactions. However, when working with people who have a significant amount of daily struggles, this type of leadership hinders forward movement and furthers misunderstandings. People who go into situations with their own set agendas are found in this model, e.g., interpreters who work simply to get paid and no further thought about others happens after the encounter.

For the individuals who are under a transactional leadership model, perhaps even unaware that their behaviors are more transactional in nature, they don’t necessarily have to share any organizational goals nor do they need to for exchanges to occur under a transactional leadership model. For example, if we look at two similar businesses, perhaps they are a chain within a franchise, each have different owners but may have different priorities within their business and different goals than their sister stores. They have the same type of exchanges, based on money, selling the same products; however, they may serve people very differently. This parallels with the business of providing interpreting services. Interpreters are not obligated to follow organizational goals/values to guide their work; in lieu of, you may find self-interest that guides them.

People working within a transactional leadership model operate by holding control. They provide praises, rewards, and punishments to those working with them (traits of transactional leadership).

There are some transactional leadership traits considered positive. These include having fast results and immediate closure with tasks. As long as set goals by those involved are achieved within situations, they can consider the task completed. There are people out there who want that set up.

Transactional leaders encourage others involved through controlling methods; setting clear steps for people to follow, deeming an assignment successful if they merely follow A, B, and C (not leaving set parameters). This set up lends for transactional leaders to be very strict. If you do not follow their set protocol, they may retaliate, e.g., may not hire you again, they may withhold pay, they may challenge to the point of furthering any type of resolve regarding concerns you have with them. The transactional model also fosters the mindset of ‘I merely work for compensation.’ Those involved in this model are told to accept set circumstances created by transactional leaders and this process contributes to colonialism (in general) and specifically toward the colonization of those involved.

Transformational Leadership

Now I will be shifting gears to the other end of the spectrum: transformational leadership. Much research has been conducted over the years and has noted that transformational leaders typically display four types of characteristics; known as the four Is of transformational leadership. The first today, [individual considerations], interpreters do quite frequently. Interpreters have been known to already incorporate these components of transformational leadership within their work but are yet to use the vocabulary to employ these concepts to their work.

Trait One – Analysis

First, lets talk about individual considerations. As interpreters we analyze various language modes, attempt to identify educational levels, and match others where they are at regarding language use (both hearing and Deaf participants). Interpreters navigate situations mainly within this trait, and we do it well.

Trait Two – Intellectual Stimulation

The second transformational leadership trait is intellectual stimulation. If we believe that everyone in the world brings value, then we can be open to others to problem solve. Let’s not think that we, as interpreters, have better ideas to problem solve than Deaf community members. What interpreters can do is to collaborate with Deaf members regarding what they think are better approaches to problems and ask Deaf people what they feel should be done in situations. And listen to them; listen more than taking action independently. Deaf people have ideas and answers that interpreters need to value.

Trait three: Inspirational Motivation

The third transformational leadership trait is inspirational motivation. Interpreters must be able to share field goals and visions with others to the point where it draws others in and they incorporate them too. Negative behaviors, e.g. gossip, pessimism, blame, complaining, do not warrant other’s investment in our work. Those negative behaviors do not shine well on the field’s goals and visions. Interpreters must manipulate those negative behaviors to work more optimistically.

Trait four: Idealized Influence

The fourth, and last transformational trait is idealized influence. This is the ability to influence as well as shape our vision and to lead us to actually achieving our vision, our shared vision. Currently, as a field, we do not have the four transformational traits and, to note, they are usually ordered and discussed in a different order. I flipped their usual ordering in todays discuss because the fourth, idealized influence, i.e., shared vision, isn’t something established in our field yet. We have been more focused on individuals, and have mastered skill-sets within the first trait, individualized considerations; however, we haven’t come to attaining a shared idealized influence.

Empower

Transformational leadership can promote participants’ goals and wants. It can be a humbling experience. It’s humbling because we have our degrees, we hold the knowledge, and we attained certification. We ‘know what is best in situations’, but now I am to inquire about wants such as where you want the interpreter to sit? With transformational leadership, we aim to empower and remove control. Lets think of the word control, I really hate that word. People can control cars; we do so by first turning it on. We control its features. We control all the functions of the car. Now, we cannot control the city though. But we do navigate through the city. Interpreters navigate through job assignments; we navigate through the interpreting process. We don’t control anything. We must surrender any control we think we have. We must surrender control; we never had it anyways nor will we ever have it.

Through discussions, through listening to others – to other’s valuable stories – we can begin to identify defects in the status quo. We do this by truly listening to others. We cannot assume we know. My privilege may not allow me to see much. Many experiences continue to be overlooked. This ignorance may continue until we are truly able to live in other’s shoes. But I know I can’t. I am not Deaf. So what I am able to do is to take time to listen to their experiences, as many as you can.

The Pros

Transformational leadership has positive attributes. A pro for this leadership style is that if an organization needs change, transformational leadership has actions that can offer change. It does this by its grassroots approach and allows the people involved taking back control and it requires us interpreters to step back and empower others. Secondly, transformational leadership is focused on satisfying the needs and wants of stakeholders, this continuous collaborating and navigating ensures their needs and wants are being met. It is about interpreters thinking less about themselves.

The Cons

A con: transformational leadership does not offer fast results. It requires time. Change requires time. I may not see it in my lifetime, but I do hope that my vision will happen. I believe that my vision of equality will happen. It may take a long time; I realize it will not any time soon. Additionally, transformational leadership does not have a roadmap to follow. If the end is for true equality, we will not know how to specifically achieve that goal, but – we move towards our goals by working together, have creative solutions, and work toward true collaboration. I do not know how it will all unfold. Not having a roadmap is unsettling for many; they must have an A, B and C to follow. People like to be told how to get the things that they want. But I can’t ask for such a thing within this model, we simple can’t ask.

Conclusion

We work within unjust situations that are simply unfair at times. We are within situations that a social justice lens, via transformational leadership, would do well in. The goal of transformational leadership is to empower others. If the goal of like-minded groups of people is working together then it is possible to overcome barriers, such as political agendas. Just as gay and lesbian individuals are together fighting a larger battle with other people, e.g., straight allies, their parents, their children, come together and have the power to change political agendas. This is the same with the Deaf community. We shouldn’t think the Deaf community should fight battles alone. Where are interpreters in all this? We need to continually listen, to learn how we can be involved, e.g., support.

With this, the bridge between the Deaf community and the interpreting community can begin to be mended. We can re-connect once again, but to do so sign language interpreters must empower others. First, it must begin with conversations. We must inquire from outside of our field. It can begin now when you all leave today and arrive home. Ask your Deaf friends and ask those you work with (hearing and Deaf). Ask them “what do you think our job should look like?” and “what would you want from an interpreter?.” We are not seeking to please every request of interpreters but the inquiry is a start; start these discussions and brainstorm ideas with stakeholders.

“Transformational leaders don’t start by denying the world around them. Instead, they describe a future they’d like to create instead.” –Seth Godin

Transformational leaders do not deny what is around them. They take the world as is, and evaluate it, acknowledging, and assessing one’s own involvement. Interpreters must be able to describe what kind of future they want. Can you describe to your neighbors, friends, and Deaf community members your vision? Can you think how behaviors, specific behaviors, may get you to that vision?

Today’s presentation was regarding social justice lens via leadership, this afternoon’s workshop will be more about leadership and specific behaviors based on the 4 Is of transformational leadership. Transformational leadership traits, some that interpreters already show within their work, can surface vocabulary to be applied to our professional role. Again, it starts with having discussions with Deaf individuals. This can be done locally, in your own area, but this involvement also can be done on a national level. RID’s Deaf Caucus will have a national forum this year. We can sit in and learn from the experiences that will be shared and then begin forward momentum, together.

* Interested in receiving StreetLeverage posts in your inbox?

Simply enter your name and email in the field above the green “Sign Me Up!” button (upper right-hand side of this page) and click “Sign Me Up!”

Posted on September 10, 2013 by Matthew O'Hara — Leave a comment

Sign Language Interpreters and the Future of Ethical Practice

The dawn of the Registry of Interpreters for the Deaf (RID) 2013-2016 Strategic Plan and heightened attention on the RID Ethical Practices System (EPS) has brought the perfect time to examine the ethical landscape of our industry. As we look back and look ahead, we cannot plot any course without remembering the value system that guides our profession – ethics. RID founders saw the need to codify a set of ethics that would shape generations of sign language interpreters to come. The minutes of the June 16, 1964 organizational meeting reveal that developing a code of ethics was the second priority listed, with the first aiming to define the purpose of the organization.

Plotting a Course

As the organization embarks on the next 50 years, there is no better time for the consumer and interpreter communities to reflect on the NAD-RID Code of Professional Conduct (CPC). A code of ethics, or Code of Professional Conduct in our case, becomes the stated values that shape our practice and communicate to the public what they can expect of practitioners in the sign language interpreting profession. As we consider the future of the NAD-RID CPC, we must ask ourselves, where have we been? What roadmap(s) did we use to get where we are? Where are we headed? What is our “true north?”

The 2013-2016 Strategic Plan commits our association to the goal of “Strengthen the Ethical Practices System efficiency and consistency in its enforcement of the NAD-RID Code of Professional Conduct.” Furthermore, RID members voted at the 2013 Business Meeting to commission a group of NAD and RID members to strengthen the CPC. How do we accomplish these organization-wide goals and measure our success in achieving them?

Tools For Our Journey

When discussing the CPC, we must agree that a sign language interpreter’s ethical code is the cornerstone of our industry’s standards. Certification means meeting a peer-reviewed measure of one’s knowledge, skills and abilities at the time of examination. Those certified must agree to follow a set of ethical standards. These standards are, in turn, the individuals, and the certification body’s promise to the public. NAD and RID have jointly adopted an ethical code whereby consumers of sign language interpreting services can expect professional conduct consistent with values shared by each organization.

The task for each of us – hearing and Deaf – is to consider the values, and principles that must guide interpreters moving forward. The sun is a critical component in order to calibrate a compass. Perhaps the “sun” for our industry is the values, principles, rules and aspirations articulated in a practitioner’s “compass” which is the CPC.

The Program

In evaluating the EPS program, RID has pulled together statistics on the program since the adoption of the current CPC in 2005. We hope that this data will create a dialogue. Adherence to the CPC is a community-wide priority.

Matthew O'Hara

We can analyze the philosophies behind confidentiality, professionalism, respect, and other guiding values. We can talk about how to apply the CPC in various settings and situations. However, let us not forget Aristotle’s “the whole is greater than the sum of its parts”. The individual tenets of the CPC are woven together and applied as a whole set of values. Application of one tenet does not occur in isolation. The authors of the current CPC reminded us that the tenets of the CPC “are to be viewed holistically and as a guide to professional behavior.”

As we consider anew the CPC, and what it might look like in the coming years, we need to ask which parts of the CPC are enforceable and which are not. Are some concepts of the CPC more aspirational in nature, and if so, what does that mean in practice? For instance, how does one measure or evaluate “Respect”? We know respect, trust and attitude are highly valued attributes of a sign language interpreter. That said, do we have a shared meaning of professional respect? Does that behavior look the same to everyone? And finally, how is it properly enforced? Interpreters ought to have internalized the core values that drive their work.

Looking Back

Beyond analyzing the ethical landscape of our industry, it is time to take a hard look at the ethics enforcement system, too. It is not solely about what the EPS can do, but what can each of us do. How should each of us respond to clear or perceived breaches of the CPC? We all know that NAD and RID have responsibilities to the public, but we need to challenge ourselves to consider what our personal responsibilities are as individuals – abiding by the intent of the CPC, setting an example, challenging those who stray from the code, and contributing feedback to the CPC review process.

Another area ripe for dialogue is the appropriate consequences for violations. In her article, Sign Language Interpreters: Team Interpreting and its Ethical Consequences, Kelly Decker asked a very important practical question about when we should we avoid teaming with a sign language interpreter who has exhibited unethical behavior? When do we need to go one step farther and report the ethical misconduct? At what point should RID remove an interpreter’s certification? And finally, when does an interpreter deserve to be expelled from the industry?

What Does the Data Show?

Starting in 2013, RID has dedicated more resources to the Ethical Practices System (EPS). Benefits of this renewed commitment to upholding the ethical standards include more timely case management, enhanced customer service, increased public awareness and education, strengthened policies, and program analysis and statistics, with more to come.

As part of the commitment to the EPS program, the EPS staff has begun compiling data to help facilitate informed dialogue. The data compiled here reflects the years following the adoption of the CPC in 2005.

From 2006 to 2012, there were 161 complaints filed with roughly 80% filed by concerned consumers who are Deaf. With over 16,000 members, should we expect more or fewer complaints filed in over a 6-year period? Why or why not? RID recognizes that countless potential complaints may not have been filed because the complainant may not have been aware of the RID EPS, because they knew that their interpreter was not a member or certified and thus the complaint would not have been processed, the consumer may not have known that video complaints can be filed, or other technical barriers. RID is committed to learning more about these barriers and will distribute a survey on this topic.

It is important to note that the average time it took from filing a complaint to resolution was about 7-8 months. This time frame is something that needs careful review moving forward. The integrity of the program must be paramount, including how long cases take to process from start to finish and the resources required.

All complaints are taken seriously and efforts are made to elicit the appropriate information to initiate a formal due process. The RID staff is taking measures to increase access and awareness and is taking the EPS on the road by presenting to stakeholders wherever resources allow. Most importantly, RID is listening and is open to constructive feedback for how the EPS can be more accessible.

The Grievance Process

RID utilizes a grievance system that includes a punitive component and also encourages communication, mediation, the resolution of conflict with a rebuilding of trust and confidence. This process is designed to be both corrective and educational in nature.

The jewel of the EPS is its mediation program and sincere desire to offer the community legitimate formalized process to come together and discuss allegations of misconduct. If nothing else, the mediators, who are NAD and RID members, assist parties with analyzing the problem themselves. Any agreement must be acceptable to both parties or the complaint is submitted to a panel of adjudicators.

Since the mediation program began in 2000, the mediators have worked mostly in pairs all across the country. Mediators are assigned to cases much like interpreters are matched with consumers – considering the language, culture, backgrounds, and experience of the mediators and matching such with the parties.

Adjudication

The majority of cases are resolved at mediation. Further study is needed about the types of issues brought forth and resolved during mediation to better inform the effectiveness of the CPC.

With the majority of cases addressed at the mediation level, only a fraction of cases escalate to adjudication. Since 2006, adjudicators reviewed 18 cases.

To date, there has been no formal study on the correlation between failed mediations and violations at adjudication. This may be a necessary step to assess the effectiveness of the program, examining whether the adjudication phase lacks rigor. Another possibility is that those cases that do not end in mutual agreement at mediation might be where the parties remain at odds and the interpreter is confident that his/her actions were in compliance with the CPC.People have asked why so few violations are published in VIEWS. Most cases do not go beyond mediation because both parties voluntarily agree to and embrace their resolution to the situation. While some might prefer to see more sign language interpreters brought before a jury of peers, the philosophy behind the RID mediation program has always been that the parties should be actively engaged in the EPS process, which often starts with mediation.

All adjudication decisions are made solely on the basis of the panels’ judgment. The panelists are experts in ethical decision-making. All adjudicators, hearing and Deaf, are seasoned certified members of RID. The average number of certified years of adjudicators is almost 27 years.

What’s Next?

What’s next is dialogue! How can we ensure the CPC is relevant and reflects the principles and values interpreters and Deaf people consider essential? How can we effectively and responsibly ensure fidelity to the CPC? As leaders in our profession, we must look for strategic ways to move forward. It’s imperative that dialogue happen in every direction – peer to peer, amongst the Deaf community, within affiliate chapters, during regional and national conferences. Be part of the conversation locally, regionally and nationally by any format that works for you – read articles, engage in conversation, share your ideas, and join a committee. The opportunity is here. Please grab your compass and head for the conversations to come!

* Interested in receiving StreetLeverage posts in your inbox?

Simply enter your name and email in the field above the green “Sign Me Up!” button (upper right-hand side of this page) and click “Sign Me Up!”

References

Fant, Lou. (1990). Silver Threads. Registry of Interpreters for the Deaf, Inc.

Posted on September 3, 2013 by Wing Butler — Leave a comment

What Can Groupies Teach Sign Language Interpreters About Social Networking?

Several months ago I watched an edited for TV movie, “Almost Famous”, a story of a young boy on the doorstep of the 70s rock scene, tasked by Rolling Stones magazine to write a gritty behind-the-scenes article of an up and coming fictional band. What ensues is his journey as a “groupie” that captures the essence of the 70’s classic rock movement woven in with a coming of age introduction to the world and the struggle of the young journalist. No doubt history repeats itself, and while our work is a far stretch to musicians in the music industry, I consider many of my sign language interpreter friends “rockstars.”

Before I go on, I have to offer up a confession, I am a StreetLeverage “groupie.” I should also offer up a disclaimer, it was a little over two years ago that Brandon called me with an idea, StreetLeverage.com. If you’re reading this as a result of your interest in the site’s content, then it may seem to you a no brainer to pitch in. Although at the time, in the desert of creativity that nothingness was the unknown. I remember late night discussions about content, strategies, and the regular question—were we the only audience of the site.

With my interpreter toolkit slung over my shoulder and a leap of faith in the vision, I got on the StreetLeverage tour bus and provided a couple articles on my favorite business tool—social media—and a year and a half later presented at the first StreetLeverage – Live event. While this article may seem a selfless plug of something I am passionate about, I believe there are lessons to be learned from my backstage access to the StreetLeverage story.

(Thanks to Brandon for graciously honoring the wager that allowed me to publish this article. Never under-estimate the power of thumb-wrestling.)

Dare to Dream

As you may know, the most recent stop for StreetLeverage was in Indianapolis, IN to provide social media coverage of the 2013 RID national conference. The online access to conference sessions via Facebook, Twitter, video interviews and photo sharing was unprecedented in our field, and better, the offsite and virtual discussions amongst sign language interpreters will echo conference topics long after the conference now ended.

Shortly after the event I was talking with an interpreter friend of mine, a rockstar by the way, unable to attend the national conference. She commented that after watching the StreetLeverage coverage from her social-web streams that she was inspired to be present at the next RID conference and to stand and be counted.

I share this because her comment embodies the entire ambition of StreetLeverage when it dared to dream that a community of reflective practitioners amplified by social media could inspire action within the sign language interpreting industry.

To me, understanding the online path StreetLeverage has taken offers a type and shadow for anyone looking to leverage socially oriented communication to coalesce a group of people around a vision.

Be Intentional

What people may not necessarily be aware of is that StreetLeverage began more intentionally exploring the power of social networking beyond blogging with StreetLeverage-Live 2012 | Baltimore, which offered a new format for professional dialogue and professional development within the sign language interpreting field. StreetLeverage – Live introduced a TED-like presentation format with social media coverage on Facebook and Twitter to complement. The event was followed with the posting of the recorded presentations online for free viewing and sharing.

StreetLeverage expanded its exploration of social networking with StreetLeverage – Live 2013 | Atlanta and the 2013 RID national conference in Indiana by creating a content delivery team to better capture and share intelligent, insightful, and germane content with the broader sign language interpreting industry. StreetLeverage will perpetuate further live and digital dialogue on strengthening and building the industry with StreetLeverage – Live 2014 | Austin May 1 – 4 and other projects underway.

Aside from the obvious benefits of immediate access to sharing information and connecting with people on a larger scale, StreetLeverage has intentionally and strategically explored how to use social networking to introduce and connect its vision of change to sign language interpreters.

What I have learned watching all this connecting, amplification, and vision casting is that if people will dare to make a difference and take that challenging first step to share it, others will follow. It is bringing people together to reflect on the field that has made the StreetLeverage story so special.

The positive engagement that StreetLeverage has generated over the last couple of years is proof that using social generosity, connection, and amplification to create a shared vision is applicable to our industry too.

What Has Come into View

Why has StreetLeverage been so successful in bringing people together? To me, it is because there is an understanding four basic principles of social media.

Online Transparency Builds Relationships

The quick one-liner interactions in bits and bytes online may not seem like much, but they can go far in developing trust and engagement. Interacting offers a sense of empathy and understanding, and its only when people feel understood that they will begin to listen to your message.

Strength in Numbers

There are more sign language interpreters “out there” using social media than there are “in here” attending events designed to create change, which should give pause to any organization to prioritize their communication planning. And therein lies one of the greatest benefits, the more an organization communicates “out there” the more likely individuals will join you “in here.”

No Hostages

Crowd sourcing online comments on a particular topic offers a wider cross-section of sign language interpreter disposition, preventing the “one” public comment or the “loudest” to stand as representation of the interpreter masses. Social media provides an outlet to engage those less willing to take the stage or find themselves supporting a more unpopular opinion.

Accountability

The awareness that anyone anywhere could be tweeting, posting and recording your actions or words increases the level of accountability. While it may sound, “big brother-ish,” it incentivizes industry stakeholders, leaders, and practitioners to say what they mean, mean what they say. And yes, opinions will be formed. With everyone only a mobile app away from broadcasting, our virtual community compels action and professional restraint.

The sign language interpreting profession needs people willing to consider that they are accountable for the future of the field. With all the good that social media can do, it behooves every member of the sign language interpreting profession to sharpen the tools in their social media toolkits and strategically add their perspective.

Where can this knowledge and accountability take you?

The Secret Sauce

Not all individuals and organizations are equipped with the social media structures to pull off fantastic social media campaigns like StreetLeverage did with its coverage of the 2013 RID conference. While there is no “one size fits all” solution, with some strategic thinking you and potentially your organization could be broadcasting with transparency and efficiency. Both individuals and organizations within the field are at a distinct advantage because content grows organically from within, and sign language interpreter niche content isn’t crowded, at least for now.

Assuming that one identifies with the benefits of communicating through social media; greater inclusion, accountability and stronger personal and organizational branding, the question is how? At the risk of giving away the StreetLeverage secret sauce here’s how you and your organization can create an online presence to promote greater communication, thus greater engagement to drive real tangible change.

Create a Platform

Start Small

Create your online presence and focus on communicating within one domain. Once you’ve got it down, expand to another social medium.

Set a schedule

Take a few minutes to consider how much time you can spend focused on social media, sketch out a schedule, and stick to it.

Create a Social Media Statement

Create a statement to help you guide your thinking, both as an individual and as an organization, to proactively think through how you would like to make use of social media. How to respond to social media interactions? How to respond to conflict or negative interactions? What should be posted? Finally, what do we want to accomplish with our social networking?

Content, content, content.

Produce quality content quickly, economically and often.

In a world big on ideas and short on implementation, I hope that you are able to take full advantage of social media communication. How do you know its working? Engagement, measured in the amount of shares, likes, re-tweets and comments are a few of the indicators that gauge effectiveness.

United Strong

Like the bands of the 1970s and as StreetLeverage has demonstrated as of late, our community has always been greater than the sum of our parts. But, it’s the consistent functions of individual components that keep us moving forward.

As Stephanie Feyne so eloquently put it in her recent article, Authenticity: The Impact of a Sign Language Interpreter’s Choices, “This means we interpreters have a great deal of power. And we have a tremendous responsibility. The hearing parties are relying upon our language to help form their impressions of whether the Deaf party is genuine and credible (and vice versa).”

While this speaks specifically to the sign language interpreting process (our language choices), the same could be said about our communication choices online. What kind of impression does your social media activity leave? Are you contributing to the betterment of the field?

<Cue John Lennon’s “Imagine”> Grab your online toolkits and I’ll see you at the next sign language interpreter event.

Do you have any online or social networking tips? Share them with us.

* Interested in receiving StreetLeverage posts in your inbox?

Simply enter your name and email in the field above the green “Sign Me Up!” button (upper right-hand side of this page) and click “Sign Me Up!”